About The Wellness Programme
The wellness programme offers employees a kind comprehensive health service. The intent of a wellness programme is to provide the support to handle the demands of all facets of our daily lives. Wellness is defined as the state of “enhanced health and well being” and wellness programs can come in all shapes and sizes. There are generally considered to be “Six Components to Wellness”.
The components are:
Ø Psychical – Body, Endurance, Flexibility, Strength
Ø Social – Family, Friends, Relationships
Ø Occupational – Personal and Professional Development, Worthwhile Work
Ø Intellectual – Mind, Creativity, Knowledge
Ø Spiritual – Values, Purpose, Religion, Intuition
Ø Emotional – Feelings, Self Esteem, coping with stress
Another crucial component of the strategic Plan is “begin with the end in mind”.
Before implementing any of the strategies listed, consider what would be an appropriate gauge of success. Consider using employee surveys to determine how employees perceive the program’s impact on their health and work. Consider asking how often the employee participates in wellness activities or how well they apply the information learned towards changing future health behaviours. The programme could include more than one of these wellness components.
Steps to a successful Wellness Programme:
Ø Make the program fun by starting with a creative name
Ø Someone who has a good character and will be respected by all should be chosen to be the leader.
Ø Set up a team, which can consist of cross-functional members, not to many and not to little.
Ø It is not mandatory that these members should have a vast knowledge on health. However every team member should have some sort of responsibility towards the programme.
Ø Meetings could be held for the Manager and the team members to discuss their views on how they should, approach this programme successfully.
Ø Keep it simple and easy by making activities easy to sign up for and to participate
Ø Recreations, sponsors, surveys, courses and such like should be implemented to get employees aware and involved.
Ø Information on employees can be pooled from the Human Resources Division. Which should include the person’s age, address, health problems (sugar, blood pressure) etc. If all information cannot be gathered from the Human Resource Division, The employees Health Insurance can supply some.
Ø Agencies can be asked to come together to gave employees an insight on various sicknesses, How to prevent them, what medicine can be applied, etc. Health facilities can offer sponsors.
Ø Have an event Calendar to make the employees aware of the events that would take place.
Ø Employees should pay a fee to attend an event.
Ø Existing data can be collected through an employee needs assessment. An initial needs assessment is the best way to determine what the employees perceive as their greatest wellness need.
Ø Rules of privacy should be taken very seriously.
Ø Always try to start event promptly on time, and gave a time when it will be over and stick to the time frame as much as possible, do not go over the said time.
Ø After each event have surveys passed around to see employees’ opinion, these surveys would show if the event was interested, boring and how they look at their health and well being of others.
Ø Have a motivational person who can prompt employees to always attend and event, to take part in courses and recreation.
Ø Let them know what benefits they can gain from such a programme.
Ø Use e-mail, bulletin boards, and company newsletter to advertise the events.
Benefits of a Wellness Programme
A workplace wellness program encourages healthy behaviours that can result in lifestyle changes for your employees and company.
Benefit to your company:
- Lower health care cost
- Less absenteeism
- Improve production
- Better employee relations and attitudes
Benefits to your staff:
- Better health
- More energy
- Less tension and stress
- Weight management
- Enhanced confidence
- Health care cost would reduce
- Healthy lifestyle
- Health Plans (Health insurance)
- Disease prevention
- Have a reward for the employee that attended the most health sessions
After a three months period passes and the programme seems to be going nowhere. It is time to set back and make some adjustment. Find out what would make the employees more enthusiastic about the programme.
In the latter part marketing strategies are implemented to help raise funds for the programme. The four P’s would be used, and event can be marketed you must have the strategies to get employees involved.
These are the 4P’s
- Product – This can be a service that can be offered to the employees. Make sure that the people you are presenting your service to will be fund of it.
- Place – Always have the place where the event would be held checked thoroughly, see that it is appropriate for the event, and if it could accommodate everyone.
- Price- If there is no product or service to charge for. Let the employees pay a fee for participation. This doesn’t necessarily means money altogether, that certain individual being away from the job will cost time. The distance the person may have to travel or walk will consist of time, so all together everything no matter what has a price tag on it.
- Promotion – whatever promotion works best should be publicised via the Internet, billboards, flyers and articles. This is to keep he Programme alive everyone would have an idea about what’s taking place. The way you advertise could draw employees. A slogan, mission or vision statement could be part of the marketing plan.
Incentives – this is ways and means to get around to the employees have some event sell refreshments, (T-shirts, pens, bags, etc.) to make it good at times have sale (discounts) entries for different things, recognition, time off or training time. Even though you do this don’t let this take the pre eminence over the motive of the programme. Incentives should compliment the presenteeism. Quantity further by asking ” On those days, at what percentage of normal ability are you able to function? – 10% -30% -50% -70% -90%”.
Ø Number of injuries and light duty time
Ø Health insurance expenditure
Ø Health indicators -such as weight/BMI, blood pressure, lipids, fasting diagnosis or family histories of heart disease, hypertension, diabetes, and cancer. (These can be obtained voluntarily through screenings and the use of Health Risk Appraisals.)
A wellness programme is very challenging to create if the correct guidance and steps are followed everything should fall right into place. All issues of Health and Wellness of the employees’ populations’ demand consideration of the work/life balance issues. The Term “work/life”, Points at all the factors that could affect individuals in and outside of work hours. It does not indicate the expectation that every employee will be able to have equal time and energy for work and life outside of work. This programme should provide support to help different aspects of our daily lives. Topics such as childcare should be a primary factor of Work/Life Balance programs.
Employees’ age should also be a factor; by learning from the programme we can learn how to cope with an elderly person. They may be going through meno-pause or andro-pause; we understand then that they have reached that time of life. It could affect how they work, less memory taking longer to complete a task.
At this point conclusion can be made this will help you decide whether the programme would continue to be successful. While one may need to convey quantifiable behaviour change and return on investment figures to decision makers, employees are first priority. One must truly care about the employee’s health and family in order to make long lasting change, a wellness Programme is something continuous because of the fact that employees would always have issues to deal with when some retire there is a new batch coming in. Trust and honesty could be gained from this programme once the overall aims and objectives are executed in full. Be clear on the goals, steadfast with the plan, but true to the mission to achieve wellness.
In development of this program evaluation is one of the most crucial points. An analysis of the results will determine what course corrections are needed. No need to worry if the goal has not yet been achieved. Evaluation is simply a time for self-confidence as it is one step in the journey. All information should be considered and not neglected, but rather to use it in making and increasing a strong wellness program.
Done By Abigail Chandler
Date: October ,2008